The Expectancy Theory of Motivation by Vroom - Simplest Explanation Ever

The video tutorial explores the Expectancy Theory of Motivation by Victor Ruhm, focusing on how employee performance is influenced by individual factors like skills and experience. It delves into the three key components of the theory: expectancy, instrumentality, and valence, explaining how they affect motivation. The tutorial also discusses the application of the theory in organizational and personal contexts, highlighting its advantages and limitations.

What is the primary focus of the Expectancy Theory of Motivation?

• Employee satisfaction

• Reward-based motivation

• Work-life balance

• Job security

Which of the following is NOT a factor influencing expectancy?

• Organizational support

• Right resources

• Personal interests

• Skills

Instrumentality is best described as:

• The level of motivation an employee has

• The likelihood of receiving a reward after achieving a target

• The perceived value of a reward

• The belief that effort leads to performance

Valence refers to:

• The perceived value of a reward to an individual

• The transparency of decision-making

• The relationship between effort and performance

• The level of trust in an organization

What is the formula for calculating motivational force in expectancy theory?

• Expectancy + Instrumentality + Valence

• Expectancy x Instrumentality x Valence

• Expectancy - Instrumentality - Valence

• Expectancy / Instrumentality / Valence

In the context of expectancy theory, what is the role of trust?

• It is irrelevant to motivation

• It influences the belief in receiving rewards

• It is the main factor in setting performance goals

• It determines the level of effort required

How can organizations effectively use expectancy theory?

• By ignoring individual differences in motivation

• By offering the same rewards to all employees

• By ensuring reward structures are transparent and desirable

• By focusing solely on financial incentives

What is a key advantage of expectancy theory?

• It guarantees increased employee satisfaction

• It accounts for all external influences

• It eliminates the need for performance reviews

• It is simple to use and provides a roadmap for performance improvement

Which of the following is a disadvantage of expectancy theory?

• It is only applicable to small organizations

• It is too complex to implement

• It does not consider external influences

• It requires constant changes in reward structures

Why might expectancy theory be challenging to implement in large organizations?

• It is not compatible with team-based work

• It focuses too much on individual performance

• It requires too much employee input

• Rewards cannot be personalized for individuals